Organizational culture is shown to be a mediating factor in the organizational learning process. Culture is embedded into any form of organizational learning. Organizational culture helps connect and understand learning in an organization to learning by an organization. 

Influence of Organizational Culture on Organizational Learning

A form of organizational training designed to educate employees on cultural differences. The primary goals are to help participants bridge and understand these differences, ultimately leading to improved teamwork and collaboration in a diverse workplace.

Diversity Training

According to a model by Ostroff, Kinicki, and Tamkins (2003), organizational culture can be analyzed in three hierarchical layers. These layers range from the most visible to the most deeply embedded aspects of the culture and include observable artifacts, espoused values, and basic assumptions.

Layers of Organizational Culture

Within a single organization, different departments or groups can form their own distinct subcultures. These subcultures exist within the broader organizational culture but may have their own unique values, norms, and practices.

Organizational Subcultures

Sexual harassment refers to any sexually-characteristic behavior that is unwelcome and creates a hostile and intimidating work environment. It can also impact an individual's performance at their job.

Sexual Harassment

Organizational psychology investigates the role of organizational culture, analyzing how its various elements can influence overall organizational productivity.

Impact of Organizational Culture on Productivity

The prevention and handling of sexual and other forms of workplace harassment are considered significant components of a healthy organizational culture.

Workplace Harassment as an Aspect of Organizational Culture

Organizational culture refers to the collection of shared values, visions, hierarchies, norms, and interactions that define an organization. It dictates how the organization operates, makes decisions, and manages its employees, and can be influenced by the industry it belongs to. This culture shapes employee behavior and their understanding of the workplace, impacting performance and job satisfaction.

Columbia University

Google

Grand Valley State University

The influence that social cognition has on organizational learning is based on 10 core features. 1. acquiring information 2. using information 3. distribution of information 4. unlearning 5.  thinking 6. intelligence 7. improvisation 8. giving meaning to information 9. emotions and 10. information storage/memory

Social Cognition in Organizational Learning 

Focuses of organizational psychology include:
- Job satisfaction
- Work-family balance
- Management and Leadership
- Work Teams
- Organizational culture
- Workplace violence
- Scientific management
- Strengths-based management

Focuses of Organizational Psychology

Structured groups of people collaborating to achieve common goals.

Organizations

  Akgün, A. E., Lynn, G. S., & Byrne, J. C. (2003). Organizational Learning: A Socio-Cognitive Framework. Human Relations, 56(7), 839–868. https://doi.org/10.1177/00187267030567004


Organizational Learning: A Socio-Cognitive Framework

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Organizational Culture

Job satisfaction describes the degree to which an individual enjoys their job, often characterized as a state of feeling that arises from appraising one's work experiences. While it involves both cognitive (thoughts about work) and affective (feelings about work) components, it is primarily described in terms of affect. Key factors influencing job satisfaction include the nature of the work itself, an individual's personality, their cultural background, workplace design, and management styles.

Job Satisfaction

Work-family balance refers to the challenge of managing the competing demands of one's professional and personal life. This includes responsibilities such as caring for children or elderly parents. The conflict between these domains is bidirectional, meaning work can interfere with family obligations, and conversely, family responsibilities can impede work commitments.

Work–Family Balance

Refers to a team within an organization or company assigned a specific task to accomplish collectively.

Work Team

Refers to any actions or threats involving physical violence, harassment, intimidation, or other disruptive behaviors occurring at the workplace. This can range from verbal abuse and threats to physical assaults and even homicide.

Workplace Violence

Refers to the fairness of the methods used to resolve conflicts and determine outcomes among employees

Procedural Justice

In Which Branch of I-O Psychology Is Job Satisfaction One of the Focuses?

Developed by Donald Clifton, strengths-based management is an approach that encourages organizations to focus on an individual's enduring talents, or 'strengths,' rather than their weaknesses. Clifton's research, based on interviews with 8,000 managers, concluded that strengths offer the greatest potential for growth. This popular management style posits that leveraging these talents allows employees to achieve consistent, near-perfect performance in related tasks.

Strengths-based Management

The term 'group dynamics' was coined by Kurt Lewin to describe the study of the behavioral and psychological processes that occur within and between social groups. His research in this area, which became influential in organizational psychology, examined concepts such as group interactions, cooperation, competition, and communication.

Group Dynamics

Within organizational psychology, management and leadership are key areas of study, focusing on how different styles affect productivity. This field involves analyzing methods for guiding and directing individuals and groups to achieve organizational objectives, which includes overseeing processes and inspiring people.

Management and Leadership

Scientific management is a management theory focused on improving economic efficiency and, specifically, labor productivity. It achieves this by systematically analyzing and synthesizing workflows to find the most optimal processes.

Scientific Management

Types of Organizations

The ability to guide, influence, and inspire individuals or teams to achieve organizational goals.

Leadership

Corporate culture refers to the shared values, beliefs, attitudes, and practices that characterize an organization and guide its members' behavior. It influences how employees and management interact, how decisions are made, and how the firm presents itself to the outside world. A strong or weak culture can significantly impact a firm's performance, employee satisfaction, and ability to execute its strategy.

Corporate Culture

A company's plan for achieving its goals and staying competitive in the marketplace.

Business Strategy

Overseeing, designing, and controlling production processes and redesigning business operations for efficiency.

Operational Management

The adaptation or restructuring of an organization's processes, culture, or strategies, influencing how tasks and work are structured.

Organizational Change

Applying I-O Psychology to business structure and organization can promote overall efficiency. 

Organizational Management

As a major branch of I-O psychology, organizational psychology focuses on how social interactions in the workplace impact individual employees and overall organizational productivity. Key areas of study include job satisfaction, management and leadership styles, teamwork, and the influence of organizational culture on performance.

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